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Dissertations / Theses on the topic 'Organizational attractiveness'
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Geil, Rachel. "The Effect of Pet-Friendly Policies on Organizational Attractiveness." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier151595670058544.
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Bendaravičienė, Rita. "Employer brand development measuring organizational attractiveness in higher education institutions." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2014~D_20141202_085348-39588.
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Dissertation offers a methodological contribution to empirical studies on employer branding in higher education, exploring a framework for employer brand development. The Organizational Attractiveness Extraction Scale (OAES) was developed and a national study of organizational attractiveness as an employer in 19 Lithuanian higher education institutions (N = 1105) was carried out allowing: to identify the prevailing model of human resource management systems in HEIs; to extract unique employment experience attributes, or an organizational attractiveness mix; to unfold employee expectations of benefits provided by work at a particular HEI; to diagnose the health of HEI’s unintentional employer brand; to discover the gaps of factual and desirable employment experience, indicating the perceived employment experience quality and possible areas for improvement; to differentiate types of attitudinal employee segments; to determine the type of institution’s employment-based identity; to predict affective commitment based on employment experience inputs; to gain generational competence to apply market segmentation approach to employer branding. Based on the synthesis of empirical results, an analytical and typological framework for employer brand development was designed employing OAES methodology, enabling the organizations to strategically build their employer brands, facilitate organizational attractiveness and to differentiate from their competitors in the labor market.Ši disertacija siūlo metodologinį pagrindimą empirinėms darbdavio ženklodaros aukštajame moksle studijoms, taikant kompleksišką požiūrį į darbdavio ženklo formavimą. Disertacijoje sukurta Organizacinio patrauklumo vertinimo skalė (OPVS) ir atliktas nacionalinis organizacijos, kaip darbdavio, patrauklumo tyrimas 19 Lietuvos aukštųjų mokyklų (N = 1105) leido: identifikuoti vyraujantį darbo santykių modelį aukštojo mokslo institucijose (AMI); išgryninti unikalias AMI darbinės jausenos charakteristikas, sudarančias jų organizacinio patrauklumo kompleksą; atskleisti darbuotojų lūkesčius konkrečios AMI atžvilgiu; diagnozuoti nesąmoningai kuriamo darbdavio ženklo įvaizdį; nustatyti neatitikimus tarp suvoktos esamos ir suvoktos laukiamos darbinės jausenos, įvertinant darbinės jausenos kokybę ir tobulintinas sritis; nustatyti darbuotojų darbinių jausenų segmentus; nustatyti AMI organizacinio patrauklumo tipus; remiantis darbinės jausenos vertinimu prognozuoti emocinį darbuotojų įsitraukimą; įvertinti kartų lūkesčius ir taikyti rinkos segmentavimo požiūrį kartų kontekste darbdavio ženklodaroje. Gautų empirinių tyrimo rezultatų sintezės pagrindu disertacijoje sukurta tipologinė darbdavio ženklo formavimo sistema naudojant parengtą OPVS metodiką, kuri įgalina organizacijas atskleisti ir strategiškai valdyti darbdavio ženklą, didinti organizacinį patrauklumą ir išskirtinumą bei sėkmingiau konkuruoti darbo rinkoje.
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Feole, Meghan. "Do Safety-related Fields Change Organizational Attractiveness and Job Pursuit Intentions When Drug-testing for Selection?" Thesis, Southern Illinois University at Edwardsville, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10685553.
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Drug-testing for employment is still a controversial topic decades after being widely implemented by organizations as experts on both sides of the debate cite ethical and legal concerns among others. The public’s attitudes toward drug-testing, specifically Organizational Attractiveness (OA) and Job Pursuit Intentions (JPI), have predominantly been negative, although when there is a safety element to the job the view towards drug screening is more positive. The aim of this study was to examine if attitudes changed if safety-related jobs were involved. The participants were 106 students at a Midwestern university. Participants took either a pencil and paper or an online version of the survey, both which included job ads and follow up questionnaires testing OA, JPI, and attitudes toward drug-use. A 2x2 MANOVA found that participants had more OA toward organizations that did not drug-test for employment that toward those that did. Other hypotheses were not supported. Opportunities for additional research and possible limitations of the study are discussed.
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Кобушко, Ігор Миколайович, Игорь Николаевич Кобушко, Ihor Mykolaiovych Kobushko, and O. Ihnatenko. "Improvement tools of organizational and economic evaluation of investment attractiveness of the region." Thesis, Sumy State University, 2016. http://essuir.sumdu.edu.ua/handle/123456789/45279.
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Developing innovative model of national economy of Ukraine in the regions and industries is a strategically important task, the solution of which depends not only the economy but also its economic growth.
Assessment of investment attractiveness of regions (IAR) dedicated their scientific work such well-known domestic and foreign scholars as: Blank I.A, Gomel V.V, Vasilieva T.A, Gritsenko L.L, Kuzmenko V.V, Stechenko V.M., Chernyavska T.A and others who have made outstanding contributions to the development of theoretical bases of assessment IAR, identified a number of factors influence the conditions to ensure its preservation.
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Olsen, Jesse Eason. "The effect of organizational diversity management approach on potential applicants' perceptions of organizations." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/34846.
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Scholars suggest that organizational diversity management (DM) programs are useful not only to satisfy legal requirements or social demands, but also to further the achievement of business objectives. However, much is still to be learned about the effects of such programs on individuals' perceptions of the organization. After reviewing the relevant literature on organization-level DM programs, I present a theoretical framework using recent literature that takes a strategic perspective on DM. This research classifies organization-sponsored DM programs into qualitatively different categories. Using the typology, I develop a model that proposes person-organization fit perceptions and attributions as mechanisms driving the relationship between DM programs and organizational attractiveness. I describe two experimental studies designed to test the proposed relationships between organizational diversity perspectives and applicants' perceptions of organizations. The first follows a two-phase between-subject design, while the second uses a within-subject policy-capturing methodology. Results, implications, and conclusions are discussed.
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Mendizabal, Martell Raquel. "THE IMPACT OF DIVERSITY RELATED CORPORATE SOCIAL RESPONSIBILITY ENGAGEMENT AND PERSON-ORGANIZATION FIT ON ORGANIZATIONAL ATTRACTIVENESS AND JOB CHOICE." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/dissertations/1685.
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In recent years, many organizations, such as Starbucks and Pepsi Co., have received negative public attention for company actions that are perceived as challenges to social justice issues, particularly with regard to diversity. The increased public criticism of companies involved in controversial diversity related issues is likely due to societal expectations that companies increase their Corporate Social Responsibility (CSR) and Corporate Social performance (CSP) efforts and serve as leaders of social change (Cone Communications, 2017). The current two-part experimental investigation includes two experimental Studies exploring the impact of diversity related CSP, specifically regarding immigration and race which are particularly relevant to current organizations as they are controversial, polarizing, and closely tied to politics, on prospective employees’ perceptions of an organization as a potential employer. These two Studies also contribute to the literature by looking at the impact of person-organization fit (P-O fit) on the relationship between CSP and organizational attractiveness and likelihood to accept a job offer (Study 1); and the impact of diversity-related CSP on prospective employees of color’s attractiveness to an organization and likelihood to pursue a job (Study 2).
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Andrade, Alexia Leigh de. "A atratividade do empregador : estudo da escala Empat - Employer Attractiveness Scale e dos seus diferentes fatores." Master's thesis, Instituto Superior de Economia e Gestão, 2018. http://hdl.handle.net/10400.5/17295.
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Mestrado em Gestão de Recursos HumanosA escolha de tema para este caso de estudo advém essencialmente dos desafios enfrentados no mundo da gestão de recursos humanos, especificamente no que diz respeito à atração e retenção de talento. Desta forma, para esta dissertação, procurou-se perceber quais os fatores que tornam uma organização mais atrativa na perspetiva dos seus colaboradores, fornecendo assim uma fotografia das suas aspirações profissionais e aquilo que é valorizado num empregador. O objetivo final é que os resultados desta análise possam contribuir para a definição de estratégias de employer branding para a organização em estudo. Este levantamento foi realizado com base no Employer Attractiveness Scale (EmpAt) desenvolvido por Berthon, Ewing & Hah (2005) que, segundo as componentes identificadas e operacionalizadas, permite apurar fatores de atratividade organizacional. O estudo foi inspirado noutros estudos internacionais no campo de employer branding que aplicaram o EmpAt Scale (Berthon, et al., 2005; Alniaçik & Alniaçik, 2012; Arachchige & Robertson, 2011; Reis & Braga, 2016; Roy, 2008, Tuzuner & Yuksel, 2009; Tanwar & Prasad, 2017), uma vez que é considerada uma ferramenta válida para a gestão de recursos humanos naquilo que diz respeito à mensuração da atratividade organizacional (Tanwar & Prashad, 2017). Para este efeito, foi implementado um inquérito por questionário junto de 182 colaboradores de uma organização no setor de auditoria e consultoria, de forma a aferir que fatores determinam um empregador atrativo e se estes fatores variam consoante a idade, antiguidade, literacia e género dos colaboradores.
The choice of theme for this case study stems essentially from the challenges faced in the world of human resource management, specifically within regard to attraction and retention of talent. For this dissertation, we sought to understand what factors make an organization attractive from the perspective of its employees, thus providing a picture of their professional aspirations and what is valued in an employer. The final goal is that the results of this study can contribute to the definition of employer branding strategies for the organization under analysis. This investigation was carried out based on the Employer Attractiveness Scale (EmpAt) developed by Berthon, Ewing & Hah (2005), which according to the components identified and operationalized, allows to determine factors of organizational attractiveness. The study was inspired by other international investigations in the field of employer branding which used the EmpAt Scale (Berthon, et al., 2005; Alniaçik & Alniaçik, 2012; Arachchige & Robertson, 2011; Reis & Braga, 2016; Roy, 2008, Tuzuner & Yuksel, 2009), due to the fact that it is considered to be a valid tool for human resources management in relation to the measurement of organizational attractiveness (Tanwar & Prashad, 2017). For this purpose, a questionnaire survey was carried out through 182 employees of an organization in the auditing and consulting industry to determine which factors define an attractive employer and whether these factors vary according to age, seniority, literacy and gender.
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Keith, Kayla. "The Effect of Color on Organizational Attraction." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1468915053.
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McClure, Ryan M. "Rolling with the Changes| How Marijuana Testing Policies Affect Job Seekers' Organizational Attractiveness, Job Pursuit Intention, and Corporate Social Responsibility Perceptions." Thesis, Southern Illinois University at Edwardsville, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10807794.
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In recent years, marijuana use has become an increasingly prominent concern for Human Resource professionals. Policy makers for organizations are scrambling to understand how individual state legalization in the United States will affect their businesses. This study investigated job applicant perceptions of organizational attractiveness, job pursuit intention, and corporate social responsibility of organizations as potentially affected by marijuana testing policy. Marijuana use was studied as a potential moderator. Results suggest that marijuana use and drug-testing policy both play a role in shaping job applicant perceptions. While perceptions for non-marijuana users were relatively unaffected by drug-testing policy, marijuana user perceptions were affected. An interaction effect of marijuana use and drug-testing policy was found for organizational attractiveness, and main effects of marijuana use and drug-testing policy were found for job pursuit intention. There were no significant results for corporate social responsibility. Additional research on work-related marijuana use and attitudes towards marijuana in the workplace was conducted and reported. Future research and practical implications are included.
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Quarton, Amy. "Work/Non-Work Practices and Employee Perceptions of Organization Attractiveness| The Role of Work/Non-Work Interference and Enhancement and Perceived Organizational Support." Thesis, Southern Illinois University at Edwardsville, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1543905.
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The interplay between employees' work roles and non-work roles has led many organizations to implement work/non-work (W/NW) practices. In addition to helping employees manage their responsibilities, these practices can attract job applicants and enhance current employees' commitment to the organization. The existing research, however, has found mixed results regarding how W/NW practices attract applicants, and has neglected to address employees' perceptions of attractiveness. To address these gaps in the literature, the current study investigated the relationships between the availability and utilization of organizational W/NW practices and employees' perceptions of organizational attractiveness in a sample of full-time employees. In addition, the study examined the roles of five variables: perceived organizational support (POS), perceived organizational non-work support (PONS), perceived supervisor non-work support (PSNS), W/NW enhancement, and W/NW interference. Three hundred eighty-four participants, recruited through Amazon's Mechanical Turk, completed questionnaires related to their current work experiences. The results supported all but one of the hypotheses. Most importantly, the availability and utilization of W/NW practices were both positively related to employee attraction. Participants who reported higher percentages of practice availability or utilization were significantly more attracted to their current employer than participants who reported lower percentages of practice availability or utilization. In addition, POS, PONS, PSNS, and W/NW enhancement partially mediated these relationships, such that the availability and utilization of W/NW practices led to increased employee attraction through increased POS, PONS, PSNS, and W/NW enhancement. Implications for future research and practical applications are discussed.
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Seidler, Tessa. "A Beautiful Mind: Examining the Effects of Emotional Intelligence and Physical Attractiveness on Employee Evaluations." TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1346.
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The current paper describes the concepts of emotional intelligence (EI) and physical attractiveness in relation to their impact on applicant evaluations. As EI has been shown to be linked to work outcomes including job performance, job satisfaction and interpersonal relationships, and as physical attractiveness has been found to influence rater decisions and perceptions of intellectual competence, an examination of these constructs in concert was the focus of the current study. Results found that, on average, attractive employees, older employees, and male employees were rated higher on several dimensions than their counterparts. There was no support for rater EI being linked to attractiveness- or age-related evaluation bias or for rater gender being related to attractiveness- or gender-related rating bias. However, results found that individuals with low EI were less consistent in their ratings, when job irrelevant information was disclosed versus undisclosed, than those with high EI. Implications and recommendations for future research are discussed.
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Rosencrantz, Sara. "The Use of Employer Branding to Attract Millennials in Sweden." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-70485.
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The use of employer branding has gained popularity since the concept was introduced by Tim Ambler and Simon Barrow in 1996. At first, this consisted of three types of benefits (e.g., functional, economic and psychological) and later Lievens and Highhouse (2003) added two additional benefits: instrumental and symbolic. The concept of employer branding has then been used to attract potential employees, and lately, it has been discussed that the employer brand needs to be adapted to attract and retain Millennials. One way to adapt the employer brand is to review what attributes of an organization is communicated to potential employees. Most research regarding Millennials and employer branding has been conducted in the United States of America (USA) and not in many countries. Because of this, this thesis was conducted with the foundation of previous research that was adapted to and focused on Swedish Millennials. The objective was to find out what attributes is the most important to Swedish Millennials in order to attract and retain them as employees. The result of this thesis was created by first looking at previous research and defining a research problem and a research question. Then, the theoretical framework was conducted, leading to the method chosen to perform this study. Thereafter, the data was gathered and analyzed, leading up to the findings and conclusions that the attributes that are most important concerns the psychological benefits, followed by instrumental benefits and then functional benefits. Furthermore, economic and symbolic benefits are not considered to be as important to Swedish Millennials.Sedan begreppet employer branding introducerades av Tim Ambler and Simon Barrow år 1996, har dess användning ökat. När begreppet först introducerades bestod det av tre förmåner (funktionella, ekonomiska och psykologiska) och utökades sedan av Lievens and Highhouse (2003) med instrumentella och symboliska förmåner. Sedan dess har employer branding använts för att attrahera eventuella arbetstagare. På senare tid har diskussioner först huruvida ett företags employer brand behöver anpassas för att attrahera och behålla individer som tillhör Generation Y (milleniegenerationen). Ett sätt att anpassa ett företags employer brand är att undersöka vilka attribut en organisation förmedlar till potentiella anställda. Majoriteten av all forskning som har skett kring Generation Y har genomförts i USA och det är svårt att hitta forskning kring ämnet som har utförts i ett annat land. På grund av detta har denna uppsats fokuserat på svenska millennier och undersökt vilka attribut hos ett företag som är viktigast för att ett företags ska bli attraktivt för dem. Resultatet i den här uppsatsen togs fram genom att först att ha tittat på vad tidigare forskning har kommit fram till och vad som har saknat för att hitta ett teoretiskt gap och framställa ett syfte med den här uppsatsen. Sedan sammanställdes relevant forskning som ledde till en passande metod. Detta i sin tur ledde till en datainsamling som analyserades för att hitta vilka attribut som är viktigast för svenska millennier, vilket visade sig vara främst psykologiska följt av instrumentella samt funktionella attribut. De ekonomiska samt symboliska attributen räknas inte vara lika viktiga som de övriga attributen.
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Frazão, Alexandra dos Santos. "Determinação das relações de influência entre a atratividade organizacional e o comprometimento organizacional." Master's thesis, Instituto Superior de Ciências Sociais e Políticas, 2017. http://hdl.handle.net/10400.5/13195.
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Dissertação de Mestrado para Políticas de Desenvolvimento de Recursos HumanosO presente estudo pretende investigar e perceber, em que medida é que as componentes de atratividade organizacional determinam o comprometimento organizacional. Pois numa economia cada vez mais competitiva é essencial que as organizações tenham empregados que estejam alinhados com os objetivos e metas organizacionais, por forma a quererem dar mais de si às organizações onde trabalham. Quanto maior o comprometimento organizacional, menor é a intenção de saída dos trabalhadores nas organizações onde estão inseridos. Deste modo, é importante conhecer os antecedentes do comprometimento organizacional para antever comportamentos e avaliar o impacto das políticas de gestão de recursos humanos. A amostra desta investigação é composta por 207 trabalhadores de IPSS do distrito de Leiria, sendo um estudo de natureza quantitativo, o qual utiliza o SPSS para realizar a análise fatorial exploratória e recorre a modelagem por equações estruturais para efetuar a análise fatorial confirmatória. De acordo com os resultados obtidos, o modelo proposto não convergiu nem ajustou, uma vez que os valores apresentados são superiores ao recomendado, podendo estes resultados traduzirem fenómenos de multicolinearidade. Foram identificadas limitações e apontados estudos futuros.
The present study aims to investigate and understand in what way that the components of organizational attractiveness determine the organizational commitment. Due to an increasingly competitive economy its essential that the organizations have employees who are aligned with the organizational goals, in order to give more of themselves to the organizations where they work. As more the organizational commitment level is, more lower is the turnover of workers in the companies where they work. In this way, it is important to know the organizational commitment background to foresee behaviors and assess the impact of human resource management policies. The sample of the current research is based on 207 workers of IPS of the district of Leiria. It is a quantitative study, in which were used the SPSS to perform the exploratory factor analysis and modeling structural equations to perform the confirmatory factor analysis. According the results obtained, the proposed model didn’t converge or set, because the estimated values are higher than the possible. Ther are the possibility of these results have been influenced by phenomena of multicollinearity. The results were discussed, limitations were identified and future studies were addressed.
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Ostrowski, Joseph. "Applicant Reactions to the Use of LinkedIn in Recruitment and Selection." Xavier University Psychology / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1598375484747537.
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Lundahl, Sofia, and Pernilla Bredolt. "Graduating students' preferences in first employment attributes : A quantitative study among students at Jönköping International Business School and Jönköping School of Engineering." Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-7672.
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Purpose: The purpose of this study is to examine what attributes graduating students prefer when choosing their first employer after graduation.
Background: To attract good employees are becoming more and more important. Since there are over 60 000 students graduating every year from universities in Sweden, it is crucial for organizations to know how to best attract these talents. It is generally small- and medium sized companies (SMC’s) that have problem since they don’t have the resources to find information and brand themselves as good employers, and hence, large multinational companies are being ranked as the most attractive employers. If these SMC’s would know what attributes the graduate students find most important, they would be able to focus on those and more successfully attract the students suitable for their organization.
Method: In order to fulfill the purpose, an exploratory study had been made. Quantitative data was collected by a delivery and collection questionnaire, which was handed out in classes at Jönköping International Business School (JIBS) and Jönköping School of Engineering (JTH). The findings in this thesis are based on 124 graduating students preferred job attributes.
Conclusion: When looking at JIBS and JTH in total, the students find attributes relating to responsibilities and involvement in decision making to be the most important. However, when only looking at JTH, the students value job security and good relationship at the workplace over other attributes. At JIBS, graduate students are attracted to jobs where they can take responsibility and make further career advancements.
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Kobaslic, Bojan, and Lilian Musonda. "The perfect job : a study of the relationship between employer branding and person organization fit." Thesis, Högskolan Kristianstad, Avdelningen för ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-18309.
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This research thesis has researched about how employer branding and its relationship to person - organization fit. It focuses on personality traits of applicants and how it can impact their attractiveness of the organization advertised in job adverts. The purpose of this research thesis is to explain what relationship employer branding via job advertisements has when it comes to establishing P - O fit. In this case between future business students and organizations. The thesis had a deductive approach a cross - sectional research design was applied. A quantitative research method (logistic regression) was used and came from primary data. The research findings show that employer branding has a positive relationship to creating attractiveness of firms and also has an impact upon person-organization fit. Our findings also indicated that personality characteristics is hard to categorize in order to see what specifically in employer value proposition can attract a specific employee preference. The limitations were the number of respondents, a larger sample unit could have impacted the results more. Also, using a qualitative method in terms of semiotics could give a more detailed output on respondents’ personality traits. The original value of the research thesis is that it focused specifically on business students and to what degree employer value proposition is related to person-organization fit.
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Bendaravičienė, Rita. "Darbdavio ženklo formavimas vertinant organizacinį patrauklumą aukštojo mokslo institucijose." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2014~D_20141202_085403-83233.
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Ši disertacija siūlo metodologinį pagrindimą empirinėms darbdavio ženklodaros aukštajame moksle studijoms, taikant kompleksišką požiūrį į darbdavio ženklo formavimą. Disertacijoje sukurta Organizacinio patrauklumo vertinimo skalė (OPVS) ir atliktas nacionalinis organizacijos, kaip darbdavio, patrauklumo tyrimas 19 Lietuvos aukštųjų mokyklų (N = 1105) leido: identifikuoti vyraujantį darbo santykių modelį aukštojo mokslo institucijose (AMI); išgryninti unikalias AMI darbinės jausenos charakteristikas, sudarančias jų organizacinio patrauklumo kompleksą; atskleisti darbuotojų lūkesčius konkrečios AMI atžvilgiu; diagnozuoti nesąmoningai kuriamo darbdavio ženklo įvaizdį; nustatyti neatitikimus tarp suvoktos esamos ir suvoktos laukiamos darbinės jausenos, įvertinant darbinės jausenos kokybę ir tobulintinas sritis; nustatyti darbuotojų darbinių jausenų segmentus; nustatyti AMI organizacinio patrauklumo tipus; remiantis darbinės jausenos vertinimu prognozuoti emocinį darbuotojų įsitraukimą; įvertinti kartų lūkesčius ir taikyti rinkos segmentavimo požiūrį kartų kontekste darbdavio ženklodaroje. Gautų empirinių tyrimo rezultatų sintezės pagrindu disertacijoje sukurta tipologinė darbdavio ženklo formavimo sistema naudojant parengtą OPVS metodiką, kuri įgalina organizacijas atskleisti ir strategiškai valdyti darbdavio ženklą, didinti organizacinį patrauklumą ir išskirtinumą bei sėkmingiau konkuruoti darbo rinkoje.Dissertation offers a methodological contribution to empirical studies on employer branding in higher education, exploring a framework for employer brand development. The Organizational Attractiveness Extraction Scale (OAES) was developed and a national study of organizational attractiveness as an employer in 19 Lithuanian higher education institutions (N = 1105) was carried out allowing: to identify the prevailing model of human resource management systems in HEIs; to extract unique employment experience attributes, or an organizational attractiveness mix; to unfold employee expectations of benefits provided by work at a particular HEI; to diagnose the health of HEI’s unintentional employer brand; to discover the gaps of factual and desirable employment experience, indicating the perceived employment experience quality and possible areas for improvement; to differentiate types of attitudinal employee segments; to determine the type of institution’s employment-based identity; to predict affective commitment based on employment experience inputs; to gain generational competence to apply market segmentation approach to employer branding. Based on the synthesis of empirical results, an analytical and typological framework for employer brand development was designed employing OAES methodology, enabling the organizations to strategically build their employer brands, facilitate organizational attractiveness and to differentiate from their competitors in the labor market.
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Пустовар, Н. Ю. "Управління інвестиційною привабливістю сільськогосподарських підприємств." Master's thesis, Сумський державний університет, 2018. http://essuir.sumdu.edu.ua/handle/123456789/71862.
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У роботі розглянуто науково-методичні, теоретичні та практичні підходи щодо управління інвестиційною привабливістю підприємства та її оцінки.
У роботі досліджено існуючі теоретичні засади управління інвестиційною привабливістю підприємства, оцінки інвестиційної привабливості підприємства та проаналізовано основні методики її проведення. Визначено місце процесу управління інвестиційною привабливістю підприємства у загальній системі управління. Обґрунтовано необхідність формування організаційно-економічного механізму управління інвестиційною привабливістю підприємства. Сформовано організаційно-економічний механізм управління інвестиційною привабливістю підприємства. Визначено місце оцінки інвестиційної привабливості підприємства у системі управління інвестиційною привабливістю. Запропоновано методику оцінки інвестиційної привабливості підприємства на основі аналізу показників фінансової діяльності підприємства. Проведено оцінку інвестиційної привабливості сільськогосподарських підприємств.В работе рассмотрены научно-методические, теоретические и практические подходы к управлению инвестиционной привлекательностью предприятия и его оценки. В работе исследованы существующие теоретические основы управления инвестиционной привлекательностью предприятия, оценки инвестиционной привлекательности предприятия и проанализированы основные методики ее проведения. Определено место процесса управления инвестиционной привлекательностью предприятия в общей системе управления. Обоснована необходимость формирования организационно-экономического механизма управления инвестиционной привлекательностью предприятия. Сформирован организационно-экономический механизм управления инвестиционной привлекательностью предприятия. Определено место оценки инвестиционной привлекательности предприятия в системе управления инвестиционной привлекательностью. Предложена методика оценки инвестиционной привлекательности предприятия на основе анализа показателей финансовой деятельности предприятия. Проведена оценка инвестиционной привлекательности сельскохозяйственных предприятий.
The article deals with scientific-methodical, theoretical and practical approaches to management of investment attractiveness of the enterprise and its evaluation. In this work the existing theoretical principles of management of investment attractiveness of the enterprise, estimation of investment attractiveness of the enterprise are analyzed and the basic methods of its carrying out are analyzed. The place of the process of management of investment attractiveness of the enterprise in the general management system is determined. The necessity of formation of organizational and economic mechanism of management of investment attractiveness of the enterprise is substantiated. The organizational and economic mechanism of management of investment attractiveness of the enterprise is formed. The place of estimation of investment attractiveness of the enterprise in the system of investment attractiveness management is determined. The method of estimation of investment attractiveness of the enterprise on the basis of analysis of indicators of financial activity of the enterprise is offered. The investment attractiveness of agricultural enterprises is estimated.
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Alkire, Terry Dean. "Perception is everything : measuring the effect of liability of emergingness on how western talent workers perceive employment with emerging market firms." Thesis, Aix-Marseille, 2014. http://www.theses.fr/2014AIXM1049.
Full textAbstract:
Ce travail doctoral porte sur l'accroissement des investissements directs à l'étranger dans les pays développés par les entreprises des marchés émergents (EMEs) et leur besoin à attirer et retenir les salariés de talents à l'Ouest. Au moyen de deux enquêtes distinctes nous abordons cette question avec trois études différentes mais complémentaires. La première étude se réfère à la théorie de « organization attractiveness » : Les EMEs ont-elles un handicap d'« emergingness » qui réduit leur attractivité en tant qu'employeur ? Dans le deuxième essai, nous nous appuyons de recherche relatif au « capital psychologique » : Les salariés ayant des niveaux plus élevés de capital psychologique sont-ils moins touchés par le handicap d'« emergingness » ? En utilisant la méthode du « policy capturing » le troisième essai répond à la question : Le handicap d'« emergingness » des EMEs a-t-il un impact sur la décision des salariés de talents de quitter leur emploi après une acquisition? Les résultats suggèrent que les EMEs ont une attractivité organisationnelle significativement plus faible que les entreprises des marchés développés et que les salariés ayant des niveaux plus élevés de capital psychologique sont plus attirés par des sociétés multinationales, et cela quel soit leur origine et que les EMEs subiront une perte de personnel post- acquisition plus élevée. Cette recherche met en évidence l'impact négatif du handicap d'« emergingness » rencontré par les EMEs sur les marchés occidentaux. Notre recherche suggère que les gestionnaires des EMEs devraient prendre en compte ce handicap en se concentrant sur les individus ayant des niveaux élevés de capital psychologiqueThis doctoral research focuses on emerging market multinational corporations' (EMNCs) increasing outward foreign direct investment into developed countries and their need to attract and/or retain key Western talent. Using two separate surveys we address this lacuna with three research studies. The first essay uses theory from the organization attractiveness literature to answer the research question: Do EMNCs have a liability of emergingness lowering their attractiveness as employers? In the second essay, we draw upon the rising field of psychological capital to address the research question: Are individuals higher in psychological capital less affected by the liability of emergingness bias? Finally, using policy capturing modeled from the merger and acquisition literature stream, the third essay answers the research question: Does EMNC liability of emergingness impact post-acquisition turnover intentions? Findings in the first essay suggest that EMNCs have significantly lower organizational attractiveness than developed market firms. In the second essay, we find individuals higher in psychological capital more attracted to multinational corporations regardless of their origin. The third study suggests that EMNCs will have higher post-acquisition turnover than developed market firms. Theoretically, this research highlights the negative impact of the liability of emergingness faced by EMNCs in Western markets. Our research further suggests that EMNC managers responsible for recruiting and retention should recognize this bias by focusing on individuals with high levels of psychological capital
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Steinschaden, Thomas, and Frank Pellhammmer. "Forming a base for a market entry decision into an emerging country market : A case study of a Swedish SME." Thesis, University of Kalmar, Baltic Business School, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-1954.
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Gradually, Swedish SMEs are expanding into emerging markets in order to seize superior opportunities of growth. Within these internationalization efforts, identifying and selecting the most promising foreign target markets is regarded to be a critical success factor. The external business environment, the attractiveness of the targeted market segment in terms of the competitive situation, and the match between the customers’ needs and a company’s resources and capabilities are major factors which determine the prospects of success of establishing business in an emerging market. By applying an abductive research approach, the authors conducted a holistic single-case study of a typical case for Swedish SMEs internationalizing into emerging markets. Through that, the authors were able to answer the research questions of the paper. A theoretical framework was synthesized, combining latest research on emerging country markets with classical models. The framework guided the authors through the entire research process. Several propelling, as well as hampering factors for the case company’s prospects of success in the targeted market segment were identified. Based on the analysis of the empirical findings, the authors found that there are clear opportunities for the case company to increase its business. This conclusion is due to a weak threat of competitors in a broader context, which were regarded to not being able to satisfy the customers’ needs of key importance sufficiently. Competitors in a narrower context were regarded to not have a significant competitive advantage compared with the case company.
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Johnsson, Cecilia, and Ida Lundberg. "Employer branding inom offentliga organisationer : Sjuksköterskors värdering av attribut vid val av arbetsgivare." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-13989.
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Offentliga organisationer har ofta begränsade finansiella resurser att förhålla sig till. Med den ökade konkurrensen på arbetsmarknaden om kompetent personal finns ett behov för även offentliga organisationer att arbeta med dess attraktivitet gentemot intressenter. Syftet med studien var att erhålla ökad förståelse för hur attribut värderas av yrkesgruppen sjuksköterskor och således påverkar valet av arbetsgivare. De identifierade attribut som studien undersökte var: ledarskap, lön, stimulans, lojalitet, status, arbetstider, fysisk aktivitet och relationer. Vidare ämnade uppsatsen undersöka om det kliniska basåret, som är ett försök från arbetsgivarens sida att uppnå ökad attraktivitet, har förbättrat organisationens förmåga att attrahera sjuksköterskor till organisationen. Detta gjordes för att erhålla ökad kunskap och förståelse kring vilka attribut som faktiskt anses attraktiva av yrkesgruppen och därmed kan öka de anställdas benägenhet att vilja stanna kvar inom organisationen, och på så vis är önskvärda för arbetsgivaren att ta hänsyn till i arbetet med organisationens employer brand. Studien utgjordes av en deduktiv metod och genomfördes på legitimerade sjuksköterskor och sjuksköterskestudenter som när studien genomfördes gick termin fem och sex. Föreliggande studie bekräftar delar av tidigare forskning och gav indikationer om att de undersökta attributen faktiskt är av betydelse i val av arbetsgivare. Studien gav även indikationer att organisationens attraktivitet är beroende av vad medarbetare och externa aktörer kommunicerar för typ av information om den. De fem högst värderade attributen vid val av arbetsgivare var enligt studien: lojalitet, relationer, lön, arbetstid och stimulans. Studien indikerade att det kliniska basåret inte motsvarar respondenternas förväntningar och inte heller bidrar till organisationens attraktivitet i nämnvärd utsträckning. Som tidigare studier visar kan organisationens attraktivitet utgöra en nyckelvariabel i avgörandet om en potentiell medarbetare kommer intressera sig för organisationen eller inte.Public organizations often have limited financial resources and need to take them into consideration when managing the establishment. There is a need for public organizations to work with attractiveness towards stakeholders because of the, now, increasing competition for qualified personnel. The purpose of this study is to obtain an increased comprehension of how various attributes are valued by nurses and thus affect the choice of employers. The identified attributes to be examined are the following: Leadership, wages. stimulus, loyalty, status, working hours, physical activity and relationships. Furthermore, this paper aim to investigate whether the introductionprogram ”Kliniskt basår”, which is an employer’s attempt to achieve increased attractiveness, has improved the organization’s ability to attract nurses to their working force. This study is conducted to better understand, and gain knowledge about, which attributes stakeholder and employers take in to consideration when deciding to stay with-in an organization. The result would therefore be desirable for the employer to take into deliberation when designing the organizations employer brand. This study has a deductive approach and was conducted on licensed nurses and nursing students, which had at the end of the study passed semester five and six. The present study confirms parts of previous research and provides indications that the investigated attributes are of importance when choosing employers. The study also provides indications that the organizations attractiveness depends on the employees, and other external stakeholders portrayal of it. According to the study, the five most valued attributes in the choosing of employers are loyalty, relationships, wages, working hours and stimulus. The study indicates that the examined introduction program does not correspond to the expectations of the respondents; neither does it contribute to the attractiveness of the organization. As previous studies show, the appeal attractiveness of the organization may be a key factor in determining whether a potential employee will be interested in the organization or not.
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Alkire, Terry Dean. "Perception is everything : measuring the effect of liability of emergingness on how western talent workers perceive employment with emerging market firms." Electronic Thesis or Diss., Aix-Marseille, 2014. http://www.theses.fr/2014AIXM1049.
Full textAbstract:
Ce travail doctoral porte sur l'accroissement des investissements directs à l'étranger dans les pays développés par les entreprises des marchés émergents (EMEs) et leur besoin à attirer et retenir les salariés de talents à l'Ouest. Au moyen de deux enquêtes distinctes nous abordons cette question avec trois études différentes mais complémentaires. La première étude se réfère à la théorie de « organization attractiveness » : Les EMEs ont-elles un handicap d'« emergingness » qui réduit leur attractivité en tant qu'employeur ? Dans le deuxième essai, nous nous appuyons de recherche relatif au « capital psychologique » : Les salariés ayant des niveaux plus élevés de capital psychologique sont-ils moins touchés par le handicap d'« emergingness » ? En utilisant la méthode du « policy capturing » le troisième essai répond à la question : Le handicap d'« emergingness » des EMEs a-t-il un impact sur la décision des salariés de talents de quitter leur emploi après une acquisition? Les résultats suggèrent que les EMEs ont une attractivité organisationnelle significativement plus faible que les entreprises des marchés développés et que les salariés ayant des niveaux plus élevés de capital psychologique sont plus attirés par des sociétés multinationales, et cela quel soit leur origine et que les EMEs subiront une perte de personnel post- acquisition plus élevée. Cette recherche met en évidence l'impact négatif du handicap d'« emergingness » rencontré par les EMEs sur les marchés occidentaux. Notre recherche suggère que les gestionnaires des EMEs devraient prendre en compte ce handicap en se concentrant sur les individus ayant des niveaux élevés de capital psychologiqueThis doctoral research focuses on emerging market multinational corporations' (EMNCs) increasing outward foreign direct investment into developed countries and their need to attract and/or retain key Western talent. Using two separate surveys we address this lacuna with three research studies. The first essay uses theory from the organization attractiveness literature to answer the research question: Do EMNCs have a liability of emergingness lowering their attractiveness as employers? In the second essay, we draw upon the rising field of psychological capital to address the research question: Are individuals higher in psychological capital less affected by the liability of emergingness bias? Finally, using policy capturing modeled from the merger and acquisition literature stream, the third essay answers the research question: Does EMNC liability of emergingness impact post-acquisition turnover intentions? Findings in the first essay suggest that EMNCs have significantly lower organizational attractiveness than developed market firms. In the second essay, we find individuals higher in psychological capital more attracted to multinational corporations regardless of their origin. The third study suggests that EMNCs will have higher post-acquisition turnover than developed market firms. Theoretically, this research highlights the negative impact of the liability of emergingness faced by EMNCs in Western markets. Our research further suggests that EMNC managers responsible for recruiting and retention should recognize this bias by focusing on individuals with high levels of psychological capital
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Tunholm, Hanna, and Johanna Lindor. "Distansarbete efter covid-19- ett sätt att öka organisationens attraktivitet : En kvalitativ fallstudie gällande anställdas upplevelser av distansarbete i kontexten av covid-19." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53158.
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I ett ständigt föränderligt samhälle krävs det att organisationer arbetar för att upplevas attraktiva då det kan leda till konkurrenskraft på marknaden. Covid-19 ställer nya krav på arbetsgivaren som i vissa fall fått införa distansarbete för anställda. Studien syftar till att beskriva anställdas upplevelser av distansarbete under covid-19 och hur fortsatt distansarbete efter covid-19 är en faktor som de anställda upplever påverkar organisationens attraktivitet. Två forskningsfrågor utvecklas: 1. Vad har anställda för upplevelser av distansarbete under covid-19?2. På vilket sätt är distansarbete efter covid-19 en faktor som anställda upplever påverkar organisationens attraktivitet? Tolkningsperspektivet präglar studiens syfte och tillvägagångssätt. Studien genomförs fallspecifikt i en global organisation och en induktiv ansats genomsyrar studien då syftet är utforskande. Studien är av kvalitativ karaktär där semistrukturerade intervjuer använts för insamling av empiri. Vidare används en tematisk analys som metodansats. I Forskningsfråga 1 utvecklas temana: Work life balance, Information, kommunikation och interaktion samt Effekten av distansarbetet. Forskningsfråga 2 består av temana: Flexibilitet efter covid-19 och Flexibilitetens indikationer. Förankring med tidigare forskning skapar en större förståelse för empirin. Slutsatsen är att upplevelserna av distansarbete under covid-19 i det specifika fallet varierar och är individuella. Det framkommer att flexibelt distansarbete efter covid-19 ökar organisationens attraktivitet eftersom det signalera på andra attraktiva faktorer däremot krävs vissa förutsättningar från organisationens sida.In a constantly changing society, there is a demand for organizations to be seen as attractive as they may develop competitiveness on the market. Due to covid-19 newly formed demands are being established for the employer to follow such as working remotely. The purpose of the study is to describe the employee's experiences of remote work during covid-19 and how organizations will be perceived as attractive by the employees when offering remote work post covid-19. Two research questions have been conducted: What are the employee's experiences with remote work? In what way do remote work post covid-19 influence the attractiveness of the organization? Interpretivism is conducted as the paradigm of the study to further carve the purpose and approach. The study is developed through a single case study in a global organization with an inductive approach that permeates the investigation of the purpose. The study is qualitative where semi-structured interviews are used as a collection of empirics. Furthermore, a thematic analysis is used. In the first research question the following themes are developed: Work-life balance, Information, Communication and Interaction and The Effect of Remote work. The themes developed through the second research question follow: Flexibility after covid-19 and the Indications of Flexibility. The previous research creates a greater understanding of empirics. The conclusion reveals that the perception of remote work during covid-19 in the specific case varies and is individualistic. Flexibility in remote work post covid-19 emerges as increasing the attractiveness of the organization. This serves as an indication of other attractive elements however some conditions are required.
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Chaurasia, Hema. "Exploring Recruiting Challenges of the Insurance Industry." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1840.
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Insurance companies provide financial protection to the general population, but their workforce challenges may destabilize the companies to the point of financial distress. Senior insurance company leaders lack effective strategies to recruit skilled professionals. With contingency theory and resource-based view theory as the framework, the focus in this multicase study was the exploration of the recruiting strategies of human resources (HR) managers in New York City area insurance companies. Four insurance company HR managers were recruited via a purposeful and snowball sampling method for semistructured interviews. These interviews were analyzed through a reflective interpretation process, which was guided by the van Manen method. Additional data were gathered through document analysis of the managers' companies' job postings. Participants reviewed the transcription of the interview by member checking and verifying the commonly identified patterns. The findings included themes such as applying strategy vs. tactics to job postings, building the pipeline before the need arises, and target marketing for the multigenerational workforce. By implementing executive support for strategic management of the recruitment process, insurance companies can overcome the barriers to recruiting qualified candidates. The findings from this study may influence social change by reducing the literature gap, enhancing the learning amongst companies in the insurance industry, and creating jobs in local communities.
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Teimourzadeh, Aria. "L'impact des réseaux sociaux numériques professionnels sur l’attractivité organisationnelle : une approche par la théorie du capital social." Thesis, Université Grenoble Alpes (ComUE), 2018. http://www.theses.fr/2018GREAG006.
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Ce travail de recherche aborde la question de l’impact des réseaux sociaux numériques professionnels sur l’attractivité organisationnelle. Malgré la complexité et la diversité des études théorique et pratique portant sur la manière avec laquelle les membres des réseaux sociaux professionnels interagissent, les études portant sur l’attractivité organisationnelle et l’identification des membres dans le contexte d’e-recrutement demeurent limitées. Dans ce travail, le champ théorique qui a été mobilisé est la théorie du capital social. Il s’agit de mieux comprendre l'impact de l'identité sociale, la confiance sociale, bouche-à-oreille virtuel, le site des réseaux sociaux et le rôle médiateur de qualité d’information sur l’attractivité organisationnelle en tant qu’un employeur. La thèse propose un cadre d'analyse et conceptuel. En plus de la revue de la littérature, une étude complémentaire a été réalisée sur la base de 8 entretiens semi-directifs auprès de directeurs des ressources humaines afin de connaitre leur avis sur les motivations des entreprises qui intègrent l'utilisation des réseaux dans leurs pratiques de recrutement. Une étude quantitative a été menée à partir de 288 individus résidant en France et au Canada qui sont présents sur les réseaux sociaux numériques professionnels. Le but est de mesurer l’impact des facteurs identifiés dans la première étude qui influencent l’attractivité organisationnelle. Les résultats obtenus ont permis de comprendre l’importance du réseautage social, l’attractivité de site des réseaux sociaux ainsi que l’effet médiateur de qualité d’information sur l’attractivité organisationnelle, le prestige et l’intention des individus pour suivre des offres d’emploi sur ces plateformesThis research work addresses the impact of professional social networks on the organizational attractiveness as an employer. Despite the complexity and diversity of studies on social networks both theoretical and practical regarding the way the members of professional social networks interact, the studies related to organizational attractiveness and membership identification in the context of e-recruitment is scarce remains limited. In this research, the social capital theory has been considered in order to better understand the impact of social identity, social trust, virtual word of mouth, the social networking platform and the mediating role of information quality on organizational attractiveness as an employer. In addition to the literature review, a first complementary study was carried out on the basis of 8 semi-directive interviews with human resources managers to obtain their opinions on the various stakeholders who integrate the use of these networks in their practices. A quantitative study was carried out on the basis of 288 individuals currently living in France and Canada who are present on professional online social networks in order to measure the impact of identified factors that influence the organizational attractiveness. The obtained results allowed us to understand the importance of social networking, the attractiveness of social networks sites and also the mediating effect of information quality on the organizational attractiveness as an employer, organizational prestige and intention of individuals to pursue job offers on these platforms
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Lin, Jessica, and 林可文. "The Comparative Study on Organizational Attractiveness." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/29219916669483216358.
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碩士國立中央大學
人力資源管理研究所
99
Nowadays, how to attract talent is one of the most important things for companies and human resource departments. However, excluding the incentives which have to spend lots of cost, like salary and benefits, is there any other cost-effective way to attract talent? For example, companies need to make investment to manage their corporate images. If companies manage their specific image, like corporate social responsibility and brand awareness, would attract the key talent in specific area, it will be more effective in recruiting. In the survey called the social fresher’s rank of the company preference from Cheers, many students which are not major in science/engineering still want to enter the famous technology companies. For this reason, we wonder about which factors influence these students’ preferences. In the same survey, social fresher be affected by corporate awareness and corporate images. So this research compares four factors of corporate reputation: corporate social responsibility, media visibility of companies, CEO reputation and the brand awareness of products or service. This research surveys 569 college students. And the research wonders when different social fresher-in gender, education and majors-choosing the companies by corporate reputation there would be significant different or not. The result indicates the students which are major in science/engineering place importance on corporate social responsibility, while the students which are major in business/management think CEO reputation is the most important factor. And there is no significant difference in four factors to the students in different gender and education.
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Fang, Min, and 方敏. "The Effect of Organization Brand and Website Contents on Organizational Attractiveness." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/48290398149109280253.
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碩士國立臺灣師範大學
國際人力資源發展研究所
104
This study aims to examine the relationships among organization brand, organizational attractiveness and organization website contents. More importantly, it aims to investigate the moderating effect of website content on the relationship between organization brand and organizational attractiveness. The target sample were 266 under-graduate junior and senior students and graduate students studying in colleges in Taiwan because they are more likely to reflect the intentions of job seekers of the new generation. The analysis was conducted using SPSS and AMOS. The result showed that organization brand was positively correlated with organizational attractiveness. However, website content showed no moderating effect on the relationship between organization brand and organizational attractiveness. Instead, it has more a direct impact on organizational attractiveness.
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Lin, Ling-Chuan, and 林伶娟. "An Analysis of Factors Affecting Organizational Attractiveness." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/52343067925533477813.
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碩士國立交通大學
科技管理研究所
104
Having organization attractiveness is important to recruit employees, many scholars have dedicated to study factors affect it. In this research, first, the author try to classify factors that affect organization attractiveness and draw an attraction factor diagram. Second, classify and calculate the activities an organization has done. Third, compare the result with the past studies and discuss the similarities and differences in between. This research adopts Building Theory from Case Study method. Gathering and reviewing organization attractiveness literature and selecting Taiwan Semiconductor Manufacturing Company (TSMC) to do the case study. The results of this study has two findings. First, result for employee relations is the same in both literature and the TSMC case. Second, diversity issues is different in literature and the TSMC case. The author concluded that the reason may relate to cultural factors and suggested the following researchers should take this factor into account.
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Chen, Chang-Ming, and 陳昶銘. "An Integrated Model Linking Organizational Web Site Characteristics and Organizational Attractiveness." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/j394pn.
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碩士國立臺北科技大學
商業自動化與管理研究所
96
The use of organizational web sites for recruitment has become increasingly common. Organizational web sites have become a primary source of information for job seeker. Despite their widespread growth, however, there is no research on the mediating mechanisms linking web site characteristics and organization attraction. In current research, we present a model that we attempted to determine job seeker’s perception will be a mediating role between web site characteristics and organization attraction. Survey result from 332 job seekers, and we found job seeker’s perceptions will be a mediate role between web site characteristics and organization attractiveness.
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Lee, Yi-Shiuan, and 李逸宣. "The study on relationship among personal characteristics、organizational characteristics and organization attractiveness." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/04191508711966891118.
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Singh, Saasha. "Race-based perceptions of organisational attractiveness." Thesis, 2011. http://hdl.handle.net/10210/4242.
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M.A.This research study is focused on the influence that racial stereotypes have on South African students’ perceptions of the work environment. A multi-factorial experiment was conducted by randomly assigning 90 male Accounting students (mean age = 22.4 years) to three groups. All participants viewed identical information about a fictitious organisation. In the two experimental groups the race of the manager was manipulated by means of a picture. No picture was displayed in the control group. The hypothesis (which was based on research of traditional stereotypes) was disconfirmed. The highest ratings of organisational attractiveness were provided by participants in the control group, and the lowest ratings by those who viewed the white manager, χ2 (5) = 29.48, p < .05. Further, both black and white participants showed in-group bias on the Loyalty scale, χ2 (5) = 12.11, p < .05. The results are discussed in terms of racial stereotypes, the emergence of a new form of racism, and the prominence of in-group bias.
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Yeh, Kuei-Chu, and 葉桂珠. "The impacts of incentive design on organizational attractiveness." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/5td6k3.
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碩士國立中央大學
人力資源管理研究所碩士在職專班
92
High-tech industry is playing an important role on economy development of Taiwan. This industry pretty much relies on peoples who contribute on their jobs. We truly believe how to acquire and how to keep high quality R&D man-power will be the key issue of success. Compensation is one of key factors for job selecting. By realizing the requirements of prospective employees, an organization is able to effectively increase her attractiveness to applicants without increasing human cost . This paper presents an experimental investigation of four compensation factors. We selected 507 students of university who are majoring in engineering or technolog researching, a random selected combination of compensation condition was provided to each student for detecting the preference of variable pay. We concluded that the performance of employee should have highest weighting when adjust salary. Stock option is positive way to attract man power. Also we believe that the result of this study can be the reference when high-tech enterprises design compensation policy. In addition, organizations can be more attractive for recruiting and retaining prospective employees.
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Gray, Amanda D. "The roles of diversity benefits in organizational attractiveness." 2003. http://purl.galileo.usg.edu/uga%5Fetd/gray%5Famanda%5Fd%5F200305%5Fms.
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Chang, Ning, and 張寧. "The Effect of Corporate Social Responsibility on Organizational Attractiveness." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/19400793726421226128.
Full textAbstract:
碩士國立臺灣大學
商學研究所
103
Corporate social responsibility has been attracting increasing attention in both academic society and industry practice. In practices, corporate social responsibility is mainly motivated by external pressure. Corporate social responsibility has also gone through multiple stages in academic society. The number of researches on relationship between corporate social responsibility and recruitment remains limited, and most of the researches were conducted in American and European countries. However, culture plays a critical role here. In order to understand how corporate social responsibility affect organizational attractiveness in Taiwan, this research designed a hypothetical case for participants to evaluate its organizational attractiveness. The case was adapted from Evans and Davis (2011) and Maignan and Ferrell (2000). The theories behind this case are the three dimension model of Carroll (1979) and the stakeholder theory of Clarkson (1995) and Donaldson and Preston (1995). The hopotheses in this research are (1) All kinds of corporate social responsibility positively affect organizational attractiveness and (2) There are differences in the effect between different types of corporate social responsibility. Analysis supported all the hypotheses. In addition, the effect of discretionary responsibility and legal responsibility are stronger than others.
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HSU, SHIH-HAN, and 徐詩涵. "The Impact of Organizational Characteristics, Personality Traits and Recruiters' Emotion Expression on Organizational Attractiveness." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/yhr9fx.
Full textAbstract:
碩士實踐大學
企業管理學系碩士班
106
Recently, labor issues and talent outflow are the problems faced by Taiwan enterprises. Regardless the scale of enterprise, length of establishment and industry, every enterprise will have human needs, and there are many different aspects that will affect the applicant's inauguration intention. Through generational change, expectations of organizational conditions may vary from generation to generation. In addition to the organizational characteristics that will affect the organization's attractiveness, there are other factors that will affect it. This study selects personality traits and the recruiter's emotional expression from a variety of factors as the study variables. The reason is that this study considers different traits. The degree of people's willingness to take up employment will also vary, and even if the characteristics of the organization have already attracted candidates to the interview, the emotional expression of different interviewers will affect the mood of the applicant and the final entry intention. Therefore, in addition to exploring the characteristics of different organizations, this study also explores the influence of personality traits and interviewer's emotional expression on organizational attractiveness. This study uses an online questionnaire, the study sample was conducted on subjects who had worked part-time, worked as interns or had work experience. A total of 238 questionnaires were collected, 14 invalid questionnaires were deducted, 224 valid questionnaires were available. Descriptive statistical analysis, Reliability and Validity analysis, Pearson correlation analysis and Regression Analysis verification hypothesis were carried out using the statistical package IBM SPSS Statistics 22.0. The results are as follows: (1) a positive and significant relationship between organizational characteristics and organizational attractiveness (2) a positive and significant relationship between personality traits and organizational attractiveness (3) a significant relationship between recruiter's emotional expression and organizational attractiveness.
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Huang, Hsin-Wei, and 黃心薇. "The relationship among company characteristics, brand traits and organizational attractiveness." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/31119952284088600304.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
100
The purpose of this study is to discuss the relationship among company characteristics, brand traits and organizational attractiveness. Most of previous studies about organizational attractiveness are mainly focus on job information, industry and organization performance. Therefore, this study is seeking to understand the influence of company characteristics and brand traits to organizational attractiveness during the job seeking period. This study selects 30 Taiwanese local companies with stock release from the research of Cheers Magazine 「2011 The most attractive company for the new generation- Top 100 」and 460 MBA students as questionnaires. By adapting the hierarchical linear model to analyze the data and obtain the result. The study found out that company characteristics and brand traits both have positive influence on organizational attractiveness. Besides, there are also influence between the company characteristics and brand traits.
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LI, Jia-Rong, and 李佳融. "Exploring the Influences of Assertive Organizational Impression Management Tactics on Organization Attractiveness and Corporate Credibility." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/4kgxsd.
Full textAbstract:
碩士國立中正大學
企業管理研究所
102
Impression management (IM) is used by individuals to construct, keep, or change their image in the eye of others. IM theory is also been applied to the studies in a variety of organizational phenomenon. In the present study, organizational impression management (OIM) tactics are discussed to better understand the effects of IM in the organizational level of analysis. Organizations can adopt different types of OIM tactics to manage and influence targets’ impression and attitudes toward the organization in order to get specific benifits. However; the targets may feel conflicted if information delivered by the uses of OIM is found inconsistent to the initial situations. The present study tested,the effects of five OIM tactics (i.e., ingratiation, intimidation, organization- promotion, exemplification, and supplication) on applicant perceived organizational attractiveness and corporate credibility. The effects of OIM tactics found inconsistent to the initial situations on organizational attractiveness and corporate credibility are also tested. In this study, data were collected from 375 participants. The results showed that supplication and the inconsistent information of OIM tactics will negatively related to organizational attractiveness and corporate credibility, but the other proposed relationships were found insignificant.
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Liu, Cheng-Huan, and 劉誠桓. "The Influence of Work-Life Balance, Corporate Social Responsibility and Organizational Culture on Organizational Attractiveness." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/98162509951866679970.
Full textAbstract:
碩士國立臺灣師範大學
國際人力資源發展研究所
104
The topic of organizational attractiveness is receiving considerable attention during the global talent war nowadays. Although studies have examined factors related to organizational attractiveness from the perspective of potential employees, very little research analyze them on an organizational level. This paper explored the content of work-life balance, corporate social responsibility, and organizational culture in recruitment websites of Taiwan’s organizations, and examined the effect of these contents on organizational attractiveness. Data collection was conducted through content analysis of websites using multiple trained coders and detail coding schemes developed from literature review. Inter-rater agreement was established to ensure reliability of the study. Statistical analyses were applied to test the effect of critical website contents on organizational attractiveness which was operationalized as the ranking in the 2015 list of “Top 100 most admired companies by Generation Y” by Cheers magazine in Taiwan. The result shows the contents of work-life balance and corporate social responsibility are positively correlated to the ranking of the organizations. This study also developed a culture taxonomy based on the result of content analysis on organizational websites, and then tested relationship between different organization cultures and their attractiveness. The result shows that organizations that emphasize on supportive, innovative, team-oriented and diverse culture have higher attractiveness than organizations that do not emphasize any dimensions of culture. Practical and theoretical implications of the study results are discussed.
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Hsu, Tzuyueh, and 許慈月. "The Influences of Organizational Information, Organizational Image on Organizational Attractiveness and Vocational Choice- The Study of Military Personnel Recruiting." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/39914295106391592659.
Full textAbstract:
碩士國防大學管理學院
運籌管理學系
99
As domestic and international political and economic environment changes, we face the problems and challenges of reforming national defense and organization restoration. Substantially decreased in terms of the number, we must emphasize quality improvement as well. In present study examines the freshmen how to process these organizational information of potential employment options in accordance with the previous experience and the criteria envisaged in his thoughts in order to find out whose real intention. Utilizing vocational choice theory to examine how organizational information and organizational image are related to organizational attractiveness and vocational choice through complete evidence-based information collected from questionnaires. Questionnaire surveys have been conducted with random selection. A total of 468 copies of questionnaire are on northern, central and southern of senior high school, vocational school and college students, with 453 of them filled and returned -- a 96.7% return rate. Major inferences derived from the study include: 1. Organizational information, organizational image are related to organizational attractiveness and vocational choice. 2. Organizational image presented in organizational information is related to organizational attractiveness. 3. Organizational attractiveness induced by organizational image is related to vocational choice intentions.
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Hsu, Chia-Hsi, and 徐嘉禧. "Organizational attractiveness to the job seeker：the application of Analytic Hierarchy Process." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/84015936275563984022.
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碩士國立中山大學
人力資源管理研究所
94
Human resource is a kind of organization competition; it may be a key part for organization to survive in the market. For job seekers, what are the contents that they would most like to know and what kinds of factors will influence their willing toward their jobs? This research focuses on the social freshmen, utilizes the method of Analytic Hierarchy Process to get the organizational attractiveness for the job seekers, and to get the main point for social freshmen for their first job. In this research, through analyzing the data of the questionnaires, the results are as below: 1.Most social freshmen consider that whether or not their interests match with the job contents. 2.Social freshmen put the compensation in the first place. 3.Social freshmen who want to be in Service Industry expected for the salary. For male, they care more about the system of rewards as compared with female that the system benefits will influence their willing. 4.Social freshmen who want to be in Financial Industry, both male and female, think the salary is the chief job consideration. Moreover, male freshmen take the scale of the organization as a key factor for their job choice as compared of female take whether the job stable or not will influence their willing. 5.Social freshmen who want to be in High-Technical Industry, excepted for the compensation. Male want to the job to be matched with their interests and female depend on the job contents.
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Huang, Wei-Ting, and 黃偉婷. "The effects of publicity on organizational attractiveness to potential job seekers." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/86312377804452441877.
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碩士國立中山大學
人力資源管理研究所
99
Most of previous studies done on publicity were mainly focused on the positive and negative publicity. However, for the job applicants, while it is important to consider positive and negative publicity when making career choices, it is also important to note that there are other variables of publicity that should be considered when making these decisions. According to previous studies, publicity might play an important role in helping the job seekers to choose which company to work for. Based on these studies, a study was conducted to determine whether or not publicity has an impact on the attractiveness of an organization to the job seekers. Moreover, in this study, I also tried to explore the effects of publicity’s impressiveness (which can be categorized into timeliness and coverage) and publicity’s relatedness (which can be categorized into the level of concern and familiarity) on the organization’s attractiveness to the potential job seekers. In this study, a scenario-based experiment was conducted mainly on 240 Business graduate students; those who were enrolled in part-time master program were excluded from this study. The results of the experiment indicated that publicity has significant impact on the attractiveness of the organization to the job seekers. The results of the study also supported that the publicity’s impressiveness (both the timeliness and coverage) can influence, to a certain extent, the attractiveness of the organization. Moreover, with regards to publicity’s relatedness (categorized into the level of concern and familiarity), the results have revealed that the level of concern does have a significant influence on the attractiveness of the organization to the job seekers whereas familiarity doesn’t.
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Chien, Kuo-Lun, and 錢國倫. "The Effect of Interactions among Job and Organization Characteristics and Big-Five Personality Traits on Organizational Attractiveness." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/03712402130464786714.
Full textAbstract:
碩士國立臺灣師範大學
科技應用與人力資源發展學系
99
On the basis of Person-Organization Fit theory, this study aims to investigate how the interactive effects between the big five personality traits and job and organizational characteristics influence organizational attractiveness. These job and organizational characteristics include challenging work, coworker support, pay mix, location, and company reputation. A mixed experimental design combing within-subjects and between-subjects components was used. A 2×2×2×2×2 within-subject experimental design which contained 32 scenarios was administrated to undergraduate and graduate students from seven universities. Inter- individual differences based on Big Five personality traits were assessed using the between-subjects part of the design. The results showed that organizations with more challenging work were perceived more attractiveness by applicants with Extraversion and Openness to Experience. Applicants with Agreeableness were attracted by companies with higher level of coworker support. As for the level of pay mix, Extraversion applicants prefer organizations with higher level of variable pay; on the other hand, Neuroticism ones prefer higher level of fix pay. Applicants with Conscientiousness and Openness to Experience were also attracted by organizations with better reputation.
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Huang, Tien-hao, and 黃天豪. "Using Internship as Effective Recruiting Tool: Promoting Employer Branding and Organizational Attractiveness." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/6b9wb7.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
101
This study tests the relationships between internship, employer branding, and organizational attractiveness. Internship programs have been viewed as one of the effective recruiting tools, and the design of internships are hypothesized to have positive impacts on firms’ employer branding, which in turn influences organizational attractiveness, in that positive signals are sent to interns during internship. Quantitative research is conducted with using online questionnaire. The result indicates that job characteristics, especially autonomy and feedback, and mentoring and learning opportunity provided during internship are strongly related to interns’ general attitudes and perceptions of organization attributes, the two dimensions of employer branding. Besides, employer branding are found to fully or partially mediate the relationship of the internship program and organizational attractiveness. Managerial implications and suggestions for future research are discussed in the end.
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WU, YU-FENG, and 吳玉烽. "The Influences of Pay on Organizational Attractiveness------The Moderating Effect of Personality." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/69721262429370047687.
Full textAbstract:
碩士東吳大學
企業管理學系
91
Abstract Attracting outstanding employees will be the key factor for corporations to get competence advantage in the knowledge economic. Attracting and keeping employees will be the core work for human resource management. The study adopts experimentation design method to analysis. The pay attributions used in this study as the independent variable include pay level, evaluative focus, pay stability, pay base, and bonus. Each attribute divides into two levels, so there are 32 different kinds of scenarios. The sample comprised 320 students and 160 job seekers with work experience. The study finds that general job seekers will be more attracted by organizations that offer certain pay attributes such as high pay levels, individual based pay, low contingent pay, and stocks bonus. Furthermore, the present study indicated that job seekers will prefer the organizational characteristics which fit their personality (Cable & Judge, 1994). The study also finds different type of people prefer certain pay systems. Personality traits do make different type of people prefer different organizational characteristics. Except materialism, some hypothesizes about individualism, self efficacy, and risk taking have a positive effect on organizational attractiveness. Some positive organizational characteristics could compensate the negative effects on organizational attractiveness caused by other negative characteristics (Highhouse et al.,1999). The study also finds that stocks bonus could compensate some negative effects on organizational attractiveness caused by some negative characteristics.
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Peng, Sz-ping, and 彭思萍. "The impact of word of mouth on organizational attractiveness for potential applicants." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/gen368.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
96
Most of previous word of mouth studies focused on marketing and consumer behavior issues. However, for job applicants, word of mouth could be a significant reference when applicants are looking for jobs. The present study tried to find out if word of mouth will influence organizational attractiveness perceived by potential applicants and under what situations related to word of mouth have the stronger effect. Hence, the study examined if the impact of word of mouth and if these impacts are moderated by the situational variables of tie strength with presenters and expertise of presenters and moderated by individual-difference variables of self-monitoring, self-esteem, and risk-taking. Results indicated that word of mouth has significant impact on organizational attractiveness. The moderation effects of potential applicants’ tie strength with presenters, expertise of presenters, and self-esteem are also supported.
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Castro, Maria Madalena de Almeida Ribeiro Anglin de. "The impact of online testimonials on job seekers' perceptions of organizational attractiveness." Master's thesis, 2016. http://hdl.handle.net/10071/14053.
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JEL Code: O15 – Human Resources; Human Development; O33 – Technological
Change: Choices and Consequences; Diffusion ProcessesThe world is constantly changing and the great challenge is to keep up with this evolution. We live in a world where boundaries are being extinguished and distances becoming shorter. To meet the new challenges of globalization, companies need tools that allow them to work faster, with agility and simplicity, in order to guarantee a competitive advantage in the labor market, always being essential the investment in their human capital. This study was conducted to identify the perspective of potential candidates regarding the attractiveness strategies adopted by companies, particularly the online testimonials. In a first moment a qualitative study was addressed to companies, with the aim of identifying which are their disclosure channels, the reasons that led them to adopt the strategy of online testimonials and how they managed their implementation, with a view to defining strategies to be applied in the future. It was also a goal of this study to evaluate how the corporate websites influence the image that potential candidates create about the company, to analyze the impact of online testimonials on the potential candidates' perceptions about the company, to study the degree of credibility associated with online testimonials and to understand how this tool contributes to the effectiveness of the message that the company wants to convey. From the results it is concluded that although companies are increasingly investing on this approach, potential applicants still show some reservations towards it, though not refusing its importance.
O mundo está em constante mudança e o grande desafio está em acompanhar essa evolução. Vivemos num mundo onde as fronteiras se extinguem e as distâncias se encurtam. Para enfrentar os desafios da globalização, as empresas precisam de ferramentas que lhes permitam trabalhar mais depressa, com agilidade e simplificação, e que lhe garantam no mercado uma vantagem competitiva, considerando essencial o investimento no seu capital humano. Este estudo foi orientado no sentido de identificar as perspetivas dos potenciais candidatos face às estratégias de atratividade que as empresas utilizam, particularmente os testemunhos online. Num primeiro momento foi feito um estudo qualitativo, dirigido às empresas, com o objetivo de identificar os canais de divulgação utilizados, as motivações que as levaram a adotar a metodologia dos testemunhos online e a forma como os implementaram com vista à definição de estratégias a aplicar no futuro. Foi também objetivo deste trabalho, avaliar de que forma os websites das empresas influenciam a imagem que os potenciais candidatos criam da mesma, analisar o impacto que os testemunhos online têm na perceção dos candidatos sobre a empresa, estudar o grau de credibilidade dos testemunhos online e perceber de que forma esta ferramenta contribui para a eficácia da mensagem que a empresa quer veicular. Dos resultados obtidos conclui-se que apesar das empresas estarem a apostar cada vez mais nesta abordagem, os potenciais candidatos demonstram ainda algumas reservas embora não recusem a sua importância.
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Liu, Ting-Jyun, and 劉庭鈞. "The Effects of Dispatching Agencies’Corporate Image and Employer Image on Organizational Attractiveness." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/61541774787002875827.
Full textAbstract:
碩士國立臺灣師範大學
科技應用與人力資源發展學系
104
Nowaday, more and more enterprises choose dispatching service for the effective use of human resources. While, related researches focused on the ompanies’considerations upon dispatching agencies, fewer re-searches were found concerning the consideration of dispatch employees for selecting their employers. This study investigates whether the corporate and employer’s image affect the organizational attractiveness among the perception of 129 working or experienced dispatch employees. Analyzing employees background variables, we nvestigated the cognitive differences toward corporate image, employer image and organizational attractiveness between each individual. In addition, we attempted to figure out the impact of the instrumen-tal image attributes (objective, concrete and practical parts of a work or organization, namely work and organizational characteristics) and the symbolic image traits (subjective and intangible characteristics, such as friendliness, creativeness) toward the organizational attractiveness, in this study, we found that: (A)The dispatched employees under 30 years old had signifi-cantly better cognition towards the corporate image of dispatching agency, comparing to the ones elder than 41 years old. (B)The dispatched employees with working experience from one and a half year to three years showed better cognition towards instrumental image than those with at least three-year-experience; towards symbolic images than those with experience less than one and a half year or more than three years. (C)The dispatched employees with working experience from one and a half year to three years showed better cognition towards the organizational attractiveness than those with at least three-year-experience. (D)The corporate image of a dispatching agency, especially the institution image, is highly predictive to its organizational attractiveness. (E)Both the instrumental and symbolic images of a dispatching agency are effectively predictive to its organizational attractiveness. Relative to symbolic image, the instrumental image shows a stronger effect. The results showed that both the corporate image and employer image (including instrumental image attributes and symbolic image traits) did have a significant positive influence on the organizational attractive-ness of a dispatching agency. Comparing to the less significant effect of the sym-bolic image traits, the instrumental image attributes of the agency pos-sessed a stronger impact toward the organizational attractiveness.
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Pilvinyte, Milda. "Perceptions of organisational justice, restorative organisational justice and their relatedness to perceptions of organisational attractiveness." Thesis, 2014.
Find full textAbstract:
Organisational justice has been of great interest to researchers as it has been linked to employee attitudes and behaviours (Dailey & Kirk, 1992; Greenberg, 1990; Moorman, 1991). However in the context of South African organisations, restorative organisational justice, Ramsay (2009) argues, should occupy a similar place of interest. This is because South African organisations are governed by social correction policies such as employment equity which aims at correcting past injustices in the work place. This has resulted in the preferential selection of previously disadvantaged groups. The current research study attempted to understand the relationship between organisational justice and organisational attractiveness as well as the relationship between restorative organisational justice and organisational attractiveness. Furthermore the research attempted to explore whether or not there was a difference in degree of association between these two organisational justice frameworks and their relationship with organisational attractiveness. The research was conducted on a sample of 342 employees from a debt collection organisation. Only the call centre department within the organisation participated. The results further confirmed the strong relationship between organisational justice and organisational attractiveness. Surprisingly restorative organisational justice overall, did not prove to have as strong a relationship with organisational attractiveness as compared to the traditional organisational justice framework. Research should not end here and future research should attempt to explore restorative organisational perceptions using different samples with a more diverse representation of race.
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WANG, HSIU-CHING, and 王秀菁. "Examining the Mediating Mechanisms of the Relationship Between Website Information and Organizational Attractiveness." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/anwmtt.
Full textAbstract:
博士國立臺北科技大學
管理學院管理博士班
107
The fast move of Internet technologies drives web recruitment become the common and most important paths to recruit the potentials. The information which corporate website disclosed becomes a critical factor of attraction in recruitment. The purpose of this study is to investigate whether the information of corporate websites would predict job seekers’ perceptions of corporate image, which in turn predict their attraction to the organization. We collected data in a real field setting, and received a valid sample of 231 job seekers. The results indicate that the website information (aesthetics, usability, and corporate social responsibility) have influence on job seekers’ perceptions of corporate image (common product attributes, service relationships, value and programs, and corporate credibility), and further affect organizational attractiveness.
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CHI, NGUYEN HA NHAT, and 阮河日芝. "The Relationship between Employer Brand Attractiveness and Organizational Citizenship Behavior: Employee Satisfaction and Organizational Commitment as the Mediating Variables." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/qvy2nf.
Full textAbstract:
碩士長榮大學
管理學院經營管理碩士班
107
This study aims to investigate how employer brand attractiveness impacts organizational citizenship behavior with the mediating effect by employee satisfaction and organizational commitment. A quantitative research was conducted by using critical technique to identify Taiwanese employees’ perception who are working in insurance industry. There are 154 valid questionnaires collected from total 26 insurance companies in Taiwan through “snow ball” sampling method. By using SPSS 22.0 to test the hypotheses, the results show that employer brand attractiveness affects organizational citizenship behavior positively and significantly with the mediating role of employee satisfaction and organizational commitment. Some suggestions and implications were also proposed for the reference of management practice.